I recently came across an article discussing various feedback models used by organizations in different contexts. However, I felt that the scope of feedback models extends beyond the four mentioned in the article. This realization prompted me to delve deeper into exploring additional models.
While we commonly perceive feedback as a two-way process and often rely on one or two models to deliver it, we sometimes overlook the diverse nature of situations, individuals, and mindsets involved. It's imperative to acknowledge that each scenario requires a tailored approach, and employing a single model may not suffice. Furthermore, attempting to implement multiple models simultaneously within an organization poses practical challenges.
To address this, I've compiled a list of various feedback models that can be strategically leveraged based on specific situational demands. This approach allows organizations to identify the most suitable combination of models and integrate them effectively.
- AIDED Model: AIDED Model (Action-Impact-Desired Outcome-Explore-Develop) expands upon the AID Model by adding elements to explore underlying issues and develop strategies for improvement. It includes exploring the root causes of behavior, identifying areas for development, and collaboratively developing action plans.
- PACE Model: PACE Model (Positive-Action-Change-Expectation) emphasizes delivering feedback in a positive and supportive manner while encouraging action and change. It focuses on highlighting positive aspects first, suggesting actionable steps for improvement, discussing desired changes, and setting clear expectations for future behavior.
- GAINS Model: GAINS Model (Goal-Appreciate-Inquire-New possibilities-Solutions) is a coaching-based feedback model that focuses on goal setting, appreciating strengths, inquiring to understand, exploring new possibilities, and co-creating solutions. It encourages a collaborative and solution-focused approach to feedback discussions.
- BOOST Model: BOOST Model (Behavior-Observation-Outcome-Suggestion-Team) is a structured framework for delivering feedback in a team setting. It involves describing specific behaviors, providing observations and outcomes, offering suggestions for improvement, and involving the team in the feedback process to promote accountability and support.
- GRIP Model: GRIP Model (Growth-Results-Improvement-Performance) focuses on promoting growth and improvement by aligning feedback with desired results and performance goals. It emphasizes identifying areas for improvement, setting clear performance expectations, and tracking progress over time.
- SOAR Model: SOAR Model (Strengths-Opportunities-Aspirations-Results) is a strengths-based feedback model that focuses on leveraging individual strengths, exploring opportunities for growth, discussing aspirations and goals, and aligning feedback with desired results and outcomes.
- WISE Model: WISE Model (Wish-Insight-Strategy-Execution) is a coaching-oriented feedback model that emphasizes identifying wishes or desired outcomes, gaining insights into current challenges or barriers, developing strategies for improvement, and executing action plans to achieve desired results.
- CARE Model: CARE Model (Context-Action-Result-Evaluation) provides a structured approach to delivering feedback by considering the context of behavior, describing specific actions taken, highlighting the results or outcomes achieved, and evaluating the effectiveness of the feedback process for continuous improvement.
- SBI Model: Situation-Behavior-Impact (SBI) Model focuses on providing feedback by describing the specific situation, observable behavior, and its impact. It helps individuals understand the consequences of their actions and promotes constructive feedback exchange.
- COIN Model: COIN Model stands for Context-Observer-Impact-Next Steps. It emphasizes providing feedback within a specific context, based on observations of behavior and its impact, and suggests actionable next steps for improvement.
- GROW Model: The GROW Model (Goal-Reality-Options-Wrap up) is primarily used in coaching conversations but can also be applied to feedback discussions. It involves setting goals, assessing current reality, exploring options for improvement, and wrapping up with action plans.
- CEDAR Model: The CEDAR Model stands for Context-Event-Degree-Assessment-Response. It provides a structured framework for delivering feedback by considering the context and circumstances, describing the specific event or behavior, assessing its impact or degree, making an assessment or judgment, and suggesting a response or course of action.
- STAR Model: STAR Model (Situation-Task-Action-Result) is often used in performance evaluations and feedback discussions. It involves describing the situation or context, outlining the task or challenge, detailing the actions taken to address it, and highlighting the results or outcomes achieved.
- Pendleton's Feedback Model: Pendleton's Feedback Model involves a two-way feedback exchange between the feedback giver and receiver. It begins with the receiver's self-assessment, followed by the feedback giver's assessment and discussion, and concludes with the receiver's reflection and action planning.
- PLUS Model: PLUS Model (Purposeful-Listener-Understand-Support) emphasizes the importance of active listening and understanding in the feedback process. It encourages feedback givers to be purposeful in their communication, attentive listeners, empathetic in their understanding, and supportive of the receiver's growth and development.
- ECHO Model: ECHO Model (Engage, Clarify, Highlight, Offer) focuses on engaging the recipient in the feedback process, clarifying expectations and observations, highlighting strengths and areas for improvement, and offering support and guidance for development.
- PACE Model: PACE Model (Prepare, Address, Confirm, Evaluate) provides a systematic approach to delivering feedback. It involves preparing for the feedback conversation, addressing the issue or behavior directly, confirming understanding and agreement, and evaluating progress over time.
- FLOW Model: FLOW Model (Facts, Learnings, Observations, Willingness) encourages feedback givers to focus on factual observations, share their learnings or insights, provide specific observations or examples, and assess the recipient's willingness to receive feedback and take action.
- FLASH Model: FLASH Model (Feedback, Listen, Analyze, Support, Help) emphasizes the importance of active listening and support in the feedback process. It involves delivering feedback, listening to the recipient's perspective, analyzing the situation together, providing support and encouragement, and offering help or resources for improvement.
